How to stop C-suite yawn over training

HR must think strategically, economically and confidently to get senior management on board and ready to help
By Brenda Fair
|Canadian HR Reporter|Last Updated: 11/30/2010

When times are tough, training and marketing are usually the first to be put on the chopping block. The rationale is no one will suffer if they are not trained this quarter and the lights need to stay on.

That’s compounded by the fact training is notoriously difficult to quantify when it comes to return on investment.

So how does an HR professional convince senior management training and development has real value? Largely through the skill of an HR department that thinks creatively about training and development programs and builds a compelling business case for the investment.